Democracy within parties: Electoral consequences of candidate selection methods in Tanzania

A large body of literature exists around the study of elections. What often goes unnoticed, however, is that elections take place between and within parties. While the former has received significant attention, the latter has not. This is true of African elections generally, and Tanzanian elections specifically. This study examines one important aspect of intra-party democracy – the process of candidate selection. Particular attention is paid to the electoral outcomes of selection methods in two purposively selected political parties in Tanzania, the ruling Chama cha Mapinduzi (CCM) and the opposition Chama cha Demokrasia na Maendeleo (CHADEMA). Based on an examination of party nomination rules, electoral observation reports, the media, and stakeholder interviews, I argue that candidate selection methods in both parties are, by design, undemocratic. Non-restrictive candidacy requirements, exclusive selectorates, centralised selection and appointment, rather than democratic voting procedures, dominate selection processes. Undemocratic candidate selection has affected the share of votes and seats received by both parties in elections.

Judicial And Legal Reforms At A New Stage

This article highlights the reforms carried out in the field of judiciary in Uzbekistan today, its essence, the issues of ensuring reliable protection of the rights and interests of citizens and business entities protected by law through the court are covered. Also, the article analyzes the radical reform of the judicial system in the last 4 years, the establishment of a new judicial system in the country as a result of reforms, in particular, the implementation of major reforms in the system of selection and appointment of judges, openness to the judicial system and the introduction of information and communication systems in this area.

EXAMINATION OF THE REGULATION ON SELECTION AND ASSIGNMENT OF PRINCIPALS ON THE SCOPE OF 2023 EDUCATION VISION

In 2021, the Ministry of National Education published a Regulation on the Selection and Appointment of Managers to Educational Institutions. In this research, the aforementioned regulation has been examined within the framework of 11 goals that are grouped under four headings for managers in the 2023 Education Vision. While it is observed that there are regulations regarding five of these targets in the regulation, there is no regulation regarding five targets. A target, on the other hand, was not taken into consideration as it is at the law level.

The effect of using competencies on selection and appointment policies in the Palestinian Ministry of Higher Education and Scientific Research (Normative Commitment, variable and mediating): أثر استخدام الكفايات في سياسات الاختيار والتعيين في وزارة التعليم العالي والبحث العلمي الفلسطينية -الالتزام المعياري متغير وسيط

The study aimed at trying to build and test the validity of a theoretical model to reveal the effect of using the competency framework on selection and appointment policies in the Ministry of Higher Education and Scientific Research in Palestine in light of the mediating role of the standard commitment variable. To achieve this purpose, the researcher used the descriptive and analytical method and the questionnaire to collect data from a sample of (223) employees, And to test the study hypotheses related to studying the direct and indirect impact of using the competency framework on selection and appointment policies, Partial Least Square Structural Equation Modeling was used based on Smart PLS 3.2.1 program, and the theoretical framework of the study is based on theory Evaluate the application of competencies according to the Holistic competence model presented by (Porvaznik, J a Kol, 2013), which consists of three dimensions (the cognitive dimension, the application dimension, and the social dimension), while the researcher added the technical dimension to suit the purposes of the study and cover all its aspects. The results of the study indicated that the degree of availability of competencies in its various dimensions was high, as the mean value for them was (3.71), The results showed that the highest degree of availability of competencies is on the dimension of social maturity skills, where the value of the arithmetic average was (3.90), while the lowest was the application skills, where the value of the arithmetic mean was (3.55). The results also showed that there is a direct positive impact of cognitive abilities on selection and appointment policies. And the designation (0.179) while there was no statistically significant direct effect for the other dimensions, and it was also found that there was a positive effect of the dimensions of cognitive and applied competencies and social maturity on the standard commitment of workers (0.159, 0.391, 0.152, respectively), and the results also showed that the standard commitment partially mediates The relationship between cognitive abilities and selection and recruitment policies (0.062), The results also showed that the standard commitment mediates the relationship between application skills and the selection and appointment policies (0.152). The study recommended the necessity of addressing the problems of using competencies and building a comprehensive strategy to implement the competency framework in the various practices entrusted with managing human resources in the Palestinian civil service, to be the beginning of a stepping-stone towards promoting the transition to competency-based human resource management.

Confirming U.S. Attorneys

In this chapter, we explore the selection and appointment of federal prosecutors. We review the historical development of the Senate confirmation process for U.S. Attorneys, emphasizing that these officials are a rare federal office in which all three branches of government play a role in the staffing process. We then turn to an empirical examination of how politics plays an important role in determining whether U.S. Attorney nominations are confirmed by the Senate as well as how long it takes to receive confirmation. We reveal wide disparities in the extent to which Democrat and Republican Administrations have valued demographic diversity among federal prosecutors. Moreover, we demonstrate that, while presidents nearly always succeed in their nominations of U.S. Attorneys, confirmations are speedier and more likely to be successful when the president and Senate are ideologically aligned and when the president enjoys widespread popularity.

THE PROCEDURE FOR SELECTION AND APPOINTMENT OF PROFESSIONAL JUDGES OF UKRAINE IN THE CONTEXT OF CONSTITUTIONAL AND LEGAL REQUIREMENTS FOR CANDIDATES

The article reveals the peculiarities of the selection and appointment of professional judges of Ukraine in the context of constitutional and legal requirements for candidates. It has been established that the specifics of the selection and appointment of professional judges in the context of constitutional and legal requirements for candidates are regulated by: the provisions and norms of the Constitution of Ukraine, the Law of Ukraine «On the Judicial System and the Status of Judges»; the Regulations on the procedure for considering issues and preparing materials for the selection of candidates for the position of a judge for the first time, the Regulations on holding a competition for the vacant position of a judge, approved by the Decisions of the High Qualification Commission of Judges of Ukraine; the Kiev recommendations on the independence of the judiciary in Eastern Europe, the South Caucasus and Central Asia. It is determined that the main stages of the procedure of selection and appointment of professional judges are 14 stages, which can be systematized and recommended in such as: announcement of a competition for the selection of candidates for relevant positions; submission of documents by persons who intend to become professional judges, and their admission to the procedure for selecting candidates applying for the position of judges; the process of organizing the procedure for conducting inspections, as well as collecting information about candidates applying for the position of judges; passing anonymous testing (exam) by candidates applying for the position of judges and sending them to undergo special training; drawing up a qualification exam by candidates applying for the position of judges; drawing up by candidates applying for the position of judges of a re-qualification exam (if the qualification exam was not drawn up successfully the first time, then the candidate applying for the position of a judge can draw it up again, but not earlier than one year later); determination of the rating of candidates applying for positions of judges; the formation and assignment of candidates applying for the positions of judges to the reserve for their replacement of vacant positions of the judge in the future; passing a competition to fill a vacant position of a judge. It is noted that the prospects for further research in this direction are the study of the peculiarities of the procedure for the selection and appointment of candidates for the posts of judges of the Supreme Court.

La reforma del proceso de selección y nombramiento de los magistrados del Tribunal Supremo de Canadá: el caso particular de Quebec

Este artículo analiza la reciente reforma del proceso de selección y nombramiento de los magistrados del Tribunal Supremo de Canadá. Partiendo de un análisis sobre la naturaleza constitucional de la institución, se abordan cuestiones acerca de su composición, con especial énfasis en las funciones desempeñadas por el Parlamento federal. Con esta base, se estudia el nuevo sistema de selección y nombramiento, prestando especial atención a cómo este ha servido para articular la participación de Quebec en el mismo, materializando una de las demandas tradicionales de dicha provincia.This paper´s aim is to analyze the recent reform of the process of selection and appointment of judges of the Supreme Court of Canada. After analyzing the constitutional nature of the institution, it covers aspects such as its composition and eligibility, including the role of the federal Parliament. Following this, the system of selection and appointment is studied with a special focus on how it can channel the participation of Quebec, achieving one of the traditional demands of that province.

The Identity Conundrum

Arguably, an international judge or arbitrator’s identity can affect international judicial or arbitral decision-making. Relevant elements of identity include: nationality, ethnicity, country of legal education, public or private international law background, extent of industrialization or development of home country, and socio-economic background. This chapter aims to rationalize some elements of the identity of international adjudicators that find expression in the statutes of international courts and tribunals, and arbitration rules. Focusing on nationality, it contemplates the varying degrees to which it matters for the selection and appointment of permanent judges, arbitrators, and judges ad hoc.